Benefits of talent management:
- Suitable employees for suitable jobs
- Talent Pool
- Overview of strengths and weaknesses and know- how
- Preparedness for unexpected reversals
- Motivation and retention of talented employees
- Targeted and faster development
- Talent management has an order and a system
The benefits and advantages of implementing talent management should primarily be the starting point for the reasons for implementing talent management in the company. They are therefore most often considered to be the results and benefits achieved through talent management. There have been a really large number of benefits in this research, so only the most recurring or interesting ones will be mentioned.
The first important success of talent management is solving the problem associated with the capacity shortages of suitable employees for vacancies. The benefit is that companies do not have to deal with the fact that they have no one to fill the vacancy: " It's good because we always have a position filled by a suitable person who is properly prepared for the position. "This benefit is followed by another, which is the existence of a talent pool:" We really appreciate the fact that thanks to the talent program we have a pool of employees, which is ready for situations where it will be necessary to find someone interesting with potential. “Subsequently, there is another benefit associated with the talent pool, which is that the company has a clear idea of the strengths and weaknesses of its key employees. Records are kept of each talent, which includes relevant and useful information. It is therefore an overview of people who have special know-how or other advantages.
Another very important benefit is that the company is due to talent management thoroughly prepared for unexpected changes and upheavals: " It is a fact that today's environment is extremely volatile. Still occur some changes, such as those associated with the technology. Because we lead talents and try to keep some of them in the light precisely on the variability of the environment and innovation coming, then we are better prepared for the accidental situation. "The benefits of talent management is quite often overlooked, but it is true that nowadays plays a significant role. Another respondent confirms: " It is generally the time when the business environment around us so fast. Coming in constantly new technology, a large amount of data and information and the need for firms to be able to respond. And therefore they need to put more emphasis on talent management for people to not only develop the soft skills, but also the digital and technical skills. Thanks to talent management perceive that our company managed to keep pace with the changing times. If a firm nepodchytí and then it catches up very badly. "This contribution also supports another of respondents:" The benefits that we identified is to enable the development of key talent who might occupy key functions that may not even exist yet. It must be constantly prepared also to job functions in the future, especially in our area of business. Our industry is very focused on new technologies and specific knowledge. It is a sector that is changing and developing much faster than many others, and therefore we see what position we are in need of a few years and then they are going out of individual project management talent. So we're working with that person and prepare him for activities that do not yet know exactly, but we know what direction it will take."
Another benefit, which was in itself the work already mentioned several times is to support the retention and increasing the loyalty of its own employees' benefit is also that we know that we are doing activities that we are doing so that we not lose the talent that we lost. The program has a positive impact, which is that we do something for employees that gives them less reason to leave us. And if I take that fluctuation, we succeed because it's negligible. "This fact therefore gives the company a competitive advantage, which is that its employees do not compete. The company also has a competitive advantage in the labor market, because it nurtures and develops its own talents, and therefore will not be as dependent on the labor market itself as other companies that seek talent from it, and there may undoubtedly be not enough. Retention of talents goes hand in hand with a benefit in which talent management plays a motivating role: “ In our company, we perceive talent management as a motivational tool, which is certainly a benefit. Those employees who are not in the development program are motivated to become part of it, and many of them try to be included in the program.
On the contrary, talents who are already in the program are motivated to give the best results and to strive to achieve in the program.
Another benefit is the ability to enable targeted employee development and the acquisition of additional expertise. At the same time, it is also an approach to faster development of employees, which is characterized by high potential.
It can also be considered a benefit that the management and development of talented employees with the development of the company has also been given an order and system that is more transparent and controllable.
Due to the fact that the program of talent management aimed at internal employees perceive the company also benefits in that it has a program in this case positive reach into the cost part, due to the large savings that are associated with the new external recruitment: " If you compare how many It costs us external recruitment or identification of someone talented, it is more advantageous for us to look for resources internally. The important thing is that if someone has been working for us for some time, we know them. If we invest in someone who is from an external source, we have much less certainty about how our investment will turn out. The respondent further adds: “ External recruitment in connection with young graduates, on the other hand, is also perceived as beneficial and confirms the assumptions that it pays for companies to focus on young, motivated people who bring a lot of benefits and new insights into society. "
From the chapter devoted to benefits, it is possible to interpret the conclusion in which it is necessary to mention that some of the benefits really correspond to the impulses that lead the organization to implement talent management.
